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Cited by 13,643Job Satisfaction and Organizational BehaviorStress and Burnout ResearchWorkaholism, burnout, and well-being

The job demands-resources model of burnout.

Open access
Demerouti, Evangelia, Bakker, Arnold B., Nachreiner, Friedhelm, Schaufeli, Wilmar B.·2001·Journal of Applied Psychology
DOI 10.1037/0021-9010.86.3.499
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Abstract

The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working conditions provided strong evidence for the JD-R model: Job demands are primarily related to the exhaustion component of burnout, whereas (lack of) job resources are primarily related to disengagement. Highly similar patterns were observed in each of 3 occupational groups: human services, industry, and transport (total N = 374). In addition, results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.

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  • The Job Demands-Resources model proposes a motivational process from job resources to work engagement and an energetic process from demands to job burnout.

    “Job demands-resources model proposes a motivational process from job resources to work engagement and an energetic process from demands to job burnout.”

    From Work Burnout and Engagement Profiles Among Teachers (2019) · cites this paper as Demerouti et al., 2001

  • Supervisors who provide feedback can ameliorate stress-related outcomes by helping employees improve their ability to withstand stressors.

    “Supervisors who provide feedback can often ameliorate stress-related outcomes by helping employees improve their ability to withstand stressors (Demerouti et al. 2001).”

    From Leadership and technostress: A systematic literature review (2025) · cites this paper as Demerouti et al. 2001

  • The JD-R model posits that job burnout develops when job demands are high and when job resources are limited.

    “The most popular model is the Job Demand-Resources (JD-R) model (Demerouti et al., 2001; Bakker and Demerouti, 2007) which posits that “job burnout develops when job demands are high and when job resources are limited, because such negative working conditions lead to energy depletion and undermine employees' motivation, respectively” (Demerouti et al., 2001, p. 499).”

    From A Theoretical and Clinical Framework for Parental Burnout: The Balance Between Risks and Resources (BR2) (2018) · cites this paper as Demerouti et al., 2001

  • The job resources-demands model posits that burnout develops via two separate pathways: excessive job demands leading to exhaustion, and insufficient job resources leading to disengagement.

    “The job resources-demands model [11] builds on the view of burnout as a work-based mismatch but differs from Maslach’s model in that it posits that burnout develops via two separate pathways: excessive job demands leading to exhaustion, and insufficient job resources leading to disengagement.”

    From Burnout in nursing: a theoretical review. (2020) · cites this paper as [11]

  • According to the JD-R model, high levels of psychological, social, physical, and organizational demands are related to work burnout, whereas psychological, social, physical, and organizational resources are related to work engagement.

    “According to the JD-R model (Demerouti et al., 2001; Bakker et al., 2003a) high level of psychological, social, physical, and organizational demands are related to work burnout, whereas psychological, social, physical, and organizational resources are related to work engagement (Xanthopoulou et al., 2009; Alarcon, 2011; Salmela-Aro and Upadyaya, 2014).”

    From Work Burnout and Engagement Profiles Among Teachers (2019) · cites this paper as Demerouti et al., 2001

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Authors
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B.
Affiliations
Radboud University Nijmegen (NL)
ORCID
Venue
Journal of Applied Psychology
Publisher
American Psychological Association (APA)
Published
2001-06
Volume
86
Issue
3
Pages
499-512
ISSN
  • 0021-9010 (ISSN-L)
  • 1939-1854
DOI
10.1037/0021-9010.86.3.499
OpenAlex
W2127625785
Semantic Scholar
6b0866b9aeb3e772a4efcaf917e57da4720628d9
Cited by
13,643
References
90
Citations by year
2026: 1834 · 2025: 1563 · 2024: 1222 · 2023: 1225 · 2022: 1217 · 2021: 1057 · 2020: 844 · 2019: 683 · 2018: 544 · 2017: 546 · 2016: 465 · 2015: 436 · 2014: 423 · 2013: 342 · 2012: 308
FWCI
49.62
Type
journal article
Language
en
Open access
Locations
  • Journal of Applied Psychology (publishedVersion)
  • PubMed (publishedVersion)
  • EUR Research Repository (Erasmus University Rotterdam) (publishedVersion)
  • TU/e Research Portal (publishedVersion)
  • Deep Blue (University of Michigan) (submittedVersion)
  • TU/e Research Portal (submittedVersion)
  • EUR Research Repository (Erasmus University Rotterdam) (submittedVersion)
  • Radboud Repository (Radboud University) (submittedVersion)
Funders
Anschutz Medical Campus, University of Colorado
Topics
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Psychology › Social Psychology › Stress and Burnout Research
  • Social Sciences › Psychology › Social Psychology › Workaholism, burnout, and well-being
Keywords
job demands-resources model, burnout, job demands, job resources, emotional exhaustion, disengagement, working conditions, occupational groups, Oldenburg Burnout Inventory, factor structure, measurement invariance
MeSH terms
Adult, Burnout, Professional, Female, Humans, Male, Models, Psychological, Surveys and Questionnaires, Stress, Psychological, Time Factors, Reproducibility of Results, Occupational Health, Workload

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